Equality, Diversity and Inclusion Policy

Our commitment

Royal Museums Greenwich (RMG) is made up of many brilliant people. Each of us is unique, whether in terms of our background, personal characteristics, experience, skills or motivations. We value our people in many ways especially for the individuality they bring to our organisation. This diversity, reflected in our differences, is powerful.  

Fostering an inclusive culture helps each of us to appreciate and learn from our different perspectives, experiences and skills. We believe that this creates a happier, more productive working environment for us all. With this in mind, we welcome visitors from all backgrounds, recognising that while our collections reflect many cultures and histories, true inclusion comes from creating a space where everyone feels represented and valued.  

The aim of this policy is to foster a culture that is truly representative of all sections of society where our staff, visitors and other stakeholders feel welcomed, included, respected and supported to thrive.  

RMG is committed to providing equal opportunities in employment and to avoiding unlawful discrimination against our staff, visitors or stakeholders. We are committed to eliminating discrimination in all its forms to create a truly inclusive environment. We value the differences that a diverse workforce brings to the organisation and continuously strive to build a culture that values meritocracy, openness, fairness and transparency.

By complying with this policy, you are helping to ensure that we create a work environment that is free from discrimination, where everyone can achieve their full potential. 

Scope

We will not discriminate against anyone using or seeking to use services provided by us. Therefore, this policy applies to anyone working for us as well as those outside our workforce. This includes employees, volunteers, freelancers, agency staff, contractors, customers, suppliers and student placements. The policy also relates to job applicants and is relevant at every stage of the employment relationship from recruitment to exit. 

If you are subjected to any bullying or harassment by suppliers, visitors or any other person you meet through your work, you should report it to your manager who will take appropriate action.

The law

Under the Equality Act 2010, it is unlawful to discriminate directly or indirectly in recruitment, employment, or service provision based on any of the following protected characteristics:  

• Age
• Disability
• Gender reassignment (transgender status)
• Marriage and civil partnership
• Pregnancy and maternity
• Race (including colour, nationality and ethnic or national origins)
• Religion or belief
• Sex
• Sexual orientation

These are referred to as "protected characteristics" under the Equality Act 2010.

The Public Sector Equality Duty (PSED), introduced by the Equality Act 2010, requires RMG to consider how our policies and decisions affect people with protected characteristics by eliminating unlawful discrimination, harassment, and victimisation, advancing equality of opportunity, and fostering good relations.

When we are providing our services, we must not discriminate against or harass anyone including members of the public, staff and our stakeholders.  

RMG is committed to making reasonable adjustments to support individuals and to remove or reduce disadvantages related to disability. We anticipate the needs of others to promote inclusivity and to improve accessible environments across our sites.  

Types of unlawful discrimination

Direct discrimination is where a person is treated less favourably than another because of a protected characteristic (for example refusing to employ a woman because she is pregnant).

Indirect discrimination is where a provision, criterion or practice is applied that disadvantages individuals with a relevant protected characteristic compared to others and it cannot be objectively justified (for example requiring 10 years of driving experience, which may indirectly disadvantage younger applicants).

Harassment is unwanted conduct that has the purpose or effect of violating a person's dignity, creating an intimidating, hostile, degrading, humiliating or offensive environment. The impact matters regardless of the intent.

Sexual harassment is any unwanted sexual behaviour that makes someone feel upset, scared, offended or humiliated. Sexual activity without consent is unlawful, and may amount to sexual violence, which is a serious criminal offence.

Associative discrimination is where someone is treated unfairly because of their association with someone who has a protected characteristic

Perceptive discrimination is where someone is treated unfairly based on a perception that they have a protected characteristic even if they do not.

Victimisation occurs where someone is treated unfairly because they made or supported a complaint or a grievance under the Equality Act 2010, or are suspected of doing so. An employee is not protected if they acted maliciously or made or supported an untrue complaint in bad faith.

Equal opportunities in employment

We will continually strive to avoid unlawful discrimination at every stage of the employment relationship from recruitment to exit.

At RMG we use the Disability Confident scheme for all roles. The purpose of the Disability Confident scheme is to encourage employers to recruit, retain, and develop disabled people and those with long-term health conditions.

Job descriptions and person specifications will reflect only the essential requirements needed for effective job performance. Candidates for employment will be assessed fairly and objectively based on these requirements with reasonable adjustments made for candidates with disabilities.  

Sometimes, staff may not be able to meet certain job requirements because of a protected characteristic. In these cases, RMG will assess the requirements and look to implement reasonable adjustments. Where this is not possible, alternative solutions will be explored collaboratively to support the best possible outcome for all parties.  

RMG will review our working practices to ensure they do not unintentionally discriminate against anyone. This includes considering factors such as working hours, flexibility and scheduling. We will only refuse changes to working arrangements if there are valid business reasons that are unrelated to protected characteristics.  

Where appropriate, and in line with the Equality Act, RMG may also take positive action to address disadvantage or underrepresentation in the workforce.